Fitch Bennett Partners

Annual evaluations are a key moment for managers. They not only reflect past performance but also reveal the growing expectations companies have in terms of leadership. In a context marked by economic uncertainty, technological acceleration, and organizational transformation, being a good manager is no longer enough. One must now be an agile leader, capable of inspiring and uniting teams. 1️ Transformational Leadership: Embodying Change Today, companies expect managers to be change-makers, not just executors. This requires: Key figures: 2️ Managing Pressure and Rising Expectations With ever more demanding performance objectives, stress is omnipresent. An effective leader must: Key figures: 3️ Aligning with Company Culture and Values Annual evaluations often highlight gaps between a manager’s posture and the company’s expectations. To succeed, a manager must: Key figures: Coaching Support: Turning Expectations Into Growth Opportunities Coaching provides managers with the tools to better understand expectations, strengthen their leadership posture, and align with the company’s strategic ambitions. The goal? To turn these new demands into powerful levers for growth and fulfilment—for both the manager and their teams.

In a world where uncertainty has become the norm, companies must demonstrate agility to navigate periods of crisis and support their strategic transformations. Whether it’s a restructuring, financial recovery, technological shift, or merger-acquisition, the key success factor lies in operational leadership capable of acting immediately and effectively. At Fitch Bennett Partners, we support companies looking for interim leadership and effective change management by mobilizing expert executives able to create impact from the very first weeks of their mission. Why Appoint an Interim Manager During Times of Transformation? When a company’s top management faces a critical situation, it may lack availability, expertise, or perspective to make the best decisions. In these situations, the interim manager acts as a strategic pillar, providing: From Interim Management to Sustainable Transformation Contrary to popular belief, the role of an interim manager is not limited to managing emergencies. Their intervention fits into a broader vision: stabilizing, structuring, and preparing for the future. At Fitch Bennett Partners, we are committed to building a solid bridge between crisis management and sustainable transformation by: Fitch Bennett Partners: A Strategic Lever to Secure and Accelerate Your Transformation Interim management is no longer just a crisis response tool. It has become a strategic solution enabling companies to access, at the right time, the best experts on the market — leaders capable of providing operational continuity and driving change with impact. Is your company looking for an interim manager to secure a key period of transformation or change management? Contact us to discuss your needs!

The executive market is undergoing a major transformation. The turnover of executives seems to be accelerating, not just due to a mechanical increase in departures but because of a profound shift in leadership trajectories. Several factors explain this evolution, combining economic pressures, organizational transformations, and generational transitions. Shorter Terms Under Pressure Companies expect quick results. A CEO or executive must demonstrate their impact in less time than before. In the SBF120, the average tenure of a CEO has decreased from 7 years to approximately 4-5 years. This acceleration is driven by several dynamics: What Are the Implications for Companies? To avoid leadership crises and ensure strategic continuity, companies must rethink their talent management: And you, are you observing this shift in your organizations? How is your company adapting its governance to meet these challenges?

The annual review is a key moment in the relationship between you and your manager. It is an opportunity not only to reflect on your past achievements but also to discuss your future development. One often overlooked aspect of this review is the chance to request personal development or onboarding coaching. Here’s why and how this approach can transform your career. 1. Identify and Refine Your Career Goals Requesting coaching during your annual review allows you to clarify your long-term professional goals. A coach can help you identify your aspirations and develop strategies to achieve them. It’s often difficult to see the path ahead on your own, and an external perspective can offer valuable insights. 2. Develop New Skills Coaching provides the opportunity to acquire new soft skills essential for your professional growth. Whether it’s improving your leadership, communication, or project management skills, a coach can provide the necessary tools to excel in your current and future role. 3. Improve Your Performance and Confidence A coach can help you overcome personal or professional obstacles by boosting your confidence. Through tailored techniques, you can learn to better manage stress, improve your resilience, and enhance your decision-making ability. This personal development often leads to a general improvement in your overall performance. 4. Prepare for a Job Transition If you are about to change positions, coaching can ease this transition. It helps you quickly acquire the necessary skills and understanding of your new role, thus minimizing uncertainties and maximizing your effectiveness from the very first days. 5. Strengthen Your Relationship with Your Manager By bringing up the topic of coaching, you show your manager that you are proactive about your professional development. It also demonstrates your commitment to the company and your willingness to contribute to its success. This initiative can strengthen your relationship with your manager, basing your collaboration on transparency and trust. 6. Increase Your Job Satisfaction Personal and professional development is closely tied to greater job satisfaction. By focusing on your growth during the annual review, you ensure that you are progressing towards roles and responsibilities that motivate and excite you. Don’t hesitate to express this need to your manager so that both you and the company can benefit mutually. Jean-Philippe MÉNÉTRET

In a world undergoing profound transformation, strategic industries form the backbone of France’s sovereignty. Defense, nuclear energy, aeronautics, critical infrastructure, artificial intelligence, and the pharmaceutical industry are not merely economic drivers. They embody our national independence, security, and ability to tackle the challenges of tomorrow. Recruiting for these industries is a strategic mission. It demands not only addressing technical needs but also identifying talents aligned with a vision, values, and a commitment to the national interest. As headhunters, we play a crucial role in this mission. Strategic Industries: Pillars of the Future 1. Defense: A Vital Issue for National Security Modernizing France’s defense capabilities with projects like the Rafale, SCAF (Future Air Combat System), nuclear deterrence, and drones is essential to respond to geopolitical threats. However, the defense industry suffers from an alarming shortage of engineers, technicians, and skilled operators, hindering the realization of strategic ambitions and the deployment of new equipment. 2. Nuclear Energy: A Priority for Energy Independence The revival of nuclear energy in France is central to addressing energy crises and climate objectives. Building EPR reactors by 2035 and maintaining existing plants require thousands of recruits. The sector particularly needs civil engineers, control system specialists, radiation protection experts, and nuclear safety professionals. Yet, it struggles to attract younger generations. 3. Aeronautics and Space: Preserving French Excellence With Airbus, Dassault Aviation, and Ariane Group, France is a global leader in aeronautics and space. Innovations include hydrogen-powered aircraft, autonomous drones, and reusable space launchers. Companies in this sector seek experts in advanced materials, propulsion, and artificial intelligence for these groundbreaking projects. 4. Critical Infrastructure: Ensuring Resilience Strategic infrastructures such as rail networks, power grids, airports, and ports are vital to the country’s functioning. The sector is actively looking for cybersecurity engineers, climate risk management experts, and energy optimization specialists to enhance resilience against increasing risks. 5. Artificial Intelligence and Cybersecurity: Protecting Data and Innovation AI and cybersecurity are crucial for safeguarding digital infrastructures and developing sovereign technologies. Key roles include data scientists specializing in machine learning, cybersecurity analysts, and complex systems architects. 6. Pharmaceutical Industry: Ensuring Health Autonomy The health crisis highlighted the need to control medication production chains. Companies are actively recruiting biochemists, production managers, and pharmaceutical logistics experts to strengthen health autonomy. Recruitment Challenges: A Strategic Mission 1. A Growing Talent Shortage in Critical Sectors Strategic industries face an increasing shortage of skills: 2. Specific Technical and Human Skills Recruiting in these sectors requires dual skill sets: 3. Intensifying International Competition France competes with nations like the U.S., China, and Germany to attract top talent. To remain competitive, it must offer attractive compensation policies, career opportunities, and innovative, high-impact projects. 4. The Challenge of Attracting Younger Generations Strategic industries need to reinvent themselves to appeal to younger generations, who often favor sectors perceived as more modern or environmentally driven. Promoting these industries’ contributions to global challenges, such as energy transition or digital security, is essential. 5. Assessing Commitment and Values Beyond technical skills, candidates must embody values of commitment, resilience, and public service. For headhunters, this means conducting in-depth evaluations of candidates’ motivations. Recruiting for Strategic Industries: A Shared Responsibility Recruiting for strategic industries is not just about filling positions; it is a mission of national interest. Every talent recruited contributes to France’s sovereignty, resilience, and competitiveness. As headhunters, our role is to identify exceptional profiles, guide them, and enable them to engage meaningfully in impactful projects. This responsibility is one we proudly undertake in collaboration with businesses, institutions, and the talents themselves. Together, we help shape a future where France remains a sovereign and competitive nation. Richard Lacroix References

As part of its ongoing development, Fitch Bennett Partners, a consultancy specializing in executive search, interim management, and career management, is pleased to announce the arrival of Mr Nikolai Sytar as Partner.  Nikolai Sytar advises clients across Europe and emerging markets, specializing in executive search and interim management within the technology, sustainability, and services sectors. Before joining Fitch Bennett Partners, Nikolai served as a Senior Consultant at WAYDEN,  where he led transformative projects and implemented AI-driven solutions to enhance  operational efficiency. His career includes leadership roles in education, media, and  international organizations, consistently delivering impactful outcomes. Nikolai holds degrees from NEOMA Business School and Sciences Po Paris, along with a  certification in team crisis management from the Special Military School Saint-Cyr. Fluent  in four languages, he is the co-founder of the Founders Running Club, a global network of  over 20,000 tech entrepreneurs and professionals. Passionate about sports, he is training  for an Ironman while enjoying Paris’s rich culture, history, and cuisine. About Fitch Bennett Partners Fitch Bennett Partners is a consulting firm specializing in the  search for senior executives and leaders. We assist our clients in identifying and recruiting  top talent for strategic positions by providing sector-specific expertise and an international  network. Nikolaï SYTAR Partner Mobile: +33(0)7 45 06 11 07 Mail: nsytar@fitchbennettpartners.com

As part of its growth strategy, Fitch Bennett Partners, a consulting firm specializing in executive search, interim management, and career advisory services, is proud to welcome Laurent Frienck as a Partner. With over 25 years of experience in developing SMEs, mid-sized companies, and large corporations in the industrial and B2B services sectors, Laurent Frienck has held key positions in sales and marketing before transitioning to HR consulting and executive recruitment in 2009. Over the past 15 years, Laurent has successfully led numerous high-impact projects as a consultant, partner, and most recently as Managing Director of the Paris office for a prestigious firm. His sector expertise spans industrial environments, aerospace and defense, energy, B2B services, and construction. He supports organizations of all sizes, in France and internationally, in identifying and securing top-tier talent, including executives, managers, and technical experts, primarily through executive search. About Fitch Bennett Partners Fitch Bennett Partners is a consulting firm specializing in the search for senior executives and leaders. We assist our clients in identifying and recruiting top talent for strategic positions by providing sector-specific expertise and an international network. Laurent FRIENCK Partner Mail: lfrienck@fitchbennettpartners.com Mobile: +33(0)6 30 25 84 74

As we move towards 2030, the impact of Artificial Intelligence (AI) on the Purchasing function is also proving to be a revolution, rather than just an evolution. The Chief Procurement Officer of tomorrow will not only need to master this technology but also leverage it daily to radically transform traditional purchasing methods. Here is a forward-looking vision of the ideal Chief Procurement Officer profile in the age of AI, fully integrating its disruptive potential. 1. Expertise in Artificial Intelligence and Automation At the heart of the purchasing transformation, AI enables the analysis of massive volumes of data to identify trends, optimize costs, and predict purchasing and supply needs with unparalleled accuracy. The Chief Procurement Officer of 2030 will need to have a deep understanding of AI capabilities to integrate automation tools into purchasing processes and be able to lead technological innovation projects. Among the sought-after profiles in the Purchasing Function in recent years, regardless of the level of responsibility, the ability to manage change is a prerequisite. This is especially true for leading or participating in the deployment of an e-Procurement tool (such as Coupa or Ivalua, depending on the company) or projects aimed at optimizing the P2P (“Procure to Pay”) process. 2. Strategic Vision Enhanced by AI The strategic use of AI to support decision-making is becoming a key element. The Chief Procurement Officer will use AI for predictive and prescriptive analyses to better anticipate market fluctuations, supply chain risks, and innovation opportunities. This strategic vision, supported by precise and real-time updated data, will enable more effective navigation in a volatile economic and commercial environment. Recent Purchasing profiles have been required to demonstrate a proven ability to ensure reliable “Demand Planning,” i.e., converting sales forecasts from commercial teams into production needs forecasts and then into procurement forecasts, in collaboration with Commercial, Industrial, Customer Service, and Finance departments. 3. Sustainability and Ethics in the Age of AI Incorporating sustainability and ethical criteria into AI algorithms used for purchasing will be crucial. The Chief Procurement Officer must ensure that AI is used responsibly, ensuring that purchasing practices promote environmental sustainability and uphold social standards throughout the purchasing and supply chain. Companies now demand buyers who can conduct ongoing technological monitoring to identify tomorrow’s products and services. But now, they also want buyers who incorporate environmental respect into this monitoring. This means systematically considering decarbonization in product choices and supplier sourcing, ensuring that suppliers are not too geographically distant to reduce transportation and, therefore, the carbon footprint. Similarly, the sourcing and selection of suppliers must take into account their values. 4. Adaptability and Continuous Learning The rapid pace of technological evolution demands constant adaptability and a commitment to continuous learning. The Chief Procurement Officer will need to stay at the forefront of developments in AI and purchasing technology and ensure that their team possesses the necessary skills to leverage these advanced tools. “Reverse Mentoring” can be adapted and expanded: this collaborative learning approach involves asking juniors to train experienced professionals in new digital practices, while the latter pass on their extensive knowledge and expertise to the former. 5. Leadership in Digital Transformation The role of the Chief Procurement Officer will expand to include leadership in digital transformation within the company. This involves working closely with IT teams, data science, master data management, and business analysis teams, as well as other departments, to integrate AI into the overall purchasing strategy and beyond, fostering a culture of innovation and agility. The growing variety of cyber risks will require buyers to strengthen cybersecurity services and maintain BCPs (Business Continuity Plans) and DRPs (Disaster Recovery Plans). 6. Extended Collaboration and Collective Intelligence AI paves the way for extended collaboration, not only within the company but also with suppliers and partners. The Chief Procurement Officer of 2030 will need to harness collective intelligence, combining human insights with AI’s analytical capabilities to optimize supplier relationships and co-create value. The previously mentioned e-Procurement software allows the company to connect with its suppliers, optimizing collaboration by making it instant, reliable, and automated. Conclusion By fully incorporating the transformative impact of AI, the Chief Procurement Officer of 2030 will be at the forefront of the digital revolution in procurement. This leader will not only be an expert in purchasing technologies but also a visionary strategist, a champion of ethical sustainability, and an innovation pioneer, ready to tackle the challenges and seize the opportunities of the next decade. Richard Lacroix

As part of its ongoing development, Fitch Bennett Partners, a consultancy specializing in executive search, interim management, and career management, is pleased to announce the arrival of Mrs. Justine Dalmat as Partner. With more than 25 years of experience in business, recruitment, and coaching, Justine Dalmat brings invaluable expertise to our firm. A graduate of the prestigious École Florent, she began her career as an actress before transitioning to the events sector, where she held several senior sales management positions. Seven years ago, Justine joined a renowned firm as an expert in Executive Search and Professional Coach, specializing in middle and top management profiles. With her dual expertise, she supports a wide range of executives and leaders in developing their potential, while also assisting them in the search for talent. Justine Dalmat is committed to guiding her clients with kindness, authenticity, and humility—values that are central to her approach. A certified “Transformance Pro” coach, she enhances Fitch Bennett Partners’ service offering in professional development and personalized coaching. About Fitch Bennett Partners Fitch Bennett Partners is a consulting firm specializing in the search for senior executives and leaders. We assist our clients in identifying and recruiting top talent for strategic positions by providing sector-specific expertise and an international network. Justine Dalmat Partner Mail: jdalmat@fitchbennettpartners.com Mobile: +33(0)6 62 49 76 70

As part of its growth, Fitch Bennett Partners, an Executive Search, Interim Management, and Career Management Consulting Firm, is pleased to welcome a new Partner, Mr. Armand de Quincerot. With 10 years of hands-on experience in financial control, Armand has accumulated several years of expertise in recruiting executive and senior-level profiles. Armand primarily focuses on support functions across companies ranging from mid-sized enterprise to large multinational corporations. Leveraging his industry expertise, he specializes in developing roles related to corporate finance. For the past four years, he has focused on Executive Search, joining a prestigious firm. Armand holds a business degree and a bachelor’s in human resources. We are delighted to welcome Armand to the FITCH BENNETT Partners team. About Fitch Bennett Partners Fitch Bennett Partners is a consulting firm specializing in the search for senior executives and leaders. We assist our clients in identifying and recruiting top talent for strategic positions by providing sector-specific expertise and an international network. Armand de Quincerot Partner Mail: adequincerot@fitchbennettpartners.com Mobile: +33(0)6 03 98 70 03